Organisational determinants of employee turnover for multinational companies in Asia

High employee turnover rates among multinational companies (MNCs) in Asia have become an organisational issue, which cannot be sufficiently addressed at the individual level. In this paper, we examine the issue of employee turnover at the organisational level. A group of organisational variables (e.g., training, size, age, industry, percentage of expatriate managers and headquarters’ national base) were tested, using a sample of 529 MNCs in six Asian countries. The standard multiple regressions show that training, size, the length of operation in local subsidiary and nature of industry are significantly related to turnover. An effect of the percentage of expatriate managers present in the local subsidiary on employee turnover appears to be moderate. These results fill a research gap by identifying organisational variables (as opposed to individual characteristics) and contribute to better explanation of employee turnover at firm level. Implications to MNCs in the greater Chinese region and Asia are discussed.     

Computerising the salesforce: the introduction of technical change in a non-union workforce

Employee participation and involvement in the introduction of change provide specific challenges for the non-union firm. This article provides evidence from a case study of a pharmaceutical salesforce and argues that the lack of employee 'voice' in the introduction of technical change had far-reaching consequences for employee satisfaction and the performance of the company.     

The Impact of European Works Councils on Management Decision-Making in UK and US-based Multinationals: A Case Study Comparison

The operation of European Works Councils (EWCs) is taking management and employee representatives in MNCs into uncharted territory. In particular, for companies headquartered in Anglo‐Saxon economies there is little domestic tradition of statutory employee consultation. Drawing on comparative case studies, this article investigates the impact of EWCs on the process and outcomes of corporate‐level management decision‐making in UK and US‐based MNCs. Variation in EWC impact arises from the interaction of structural factors, such as business focus, management organisation and pre‐existing industrial relations arrangements, and agency factors, including management policy and the cohesion of employee representatives.     

Dysfunctional learning in decision processes: the case of employee reciprocity

While traditional economic models characterize individuals as boundlessly self‐interested, decades of empirical findings suggest that individuals' self‐interest motives are constrained by concurrent preferences for fairness. Individuals act on these preferences by behaving reciprocally: rewarding others perceived as behaving fairly and punishing others perceived as behaving unfairly. Successful firms must learn to navigate environments characterized by the reciprocity of their transaction partners. This paper investigates firms' judgments about employee reciprocity and posits a dysfunctional learning process whereby firms that overestimate employee reciprocity learn to correct their beliefs through feedback, while those that underestimate employee reciprocity do not. The result, demonstrated through computer simulation, is a systematic bias toward an overemphasis on employee self‐interest, and a resulting inefficiency in wage choices that hurts firm profitability. Copyright © 2011 John Wiley & Sons, Ltd.     

The Diffusion of Employment Practices of US‐Based Multinationals in Europe. A Case Study Comparison of British‐ and Italian‐Based Subsidiaries

A number of approaches to the diffusion of employment practices within American‐based multinational companies (MNCs) can be discerned. In this paper, two theoretical approaches are contrasted: a ‘country‐of‐origin’ approach in which the influence of the home country is mediated by national features of host‐country institutional environments; and a power resources or strategic choice approach that emphasizes the autonomy of local actors within MNCs and their capacity to shape the diffusion of employment practices. Using a case study comparison of three Italian and two British‐based subsidiaries owned by an American MNC, the paper examines factors and patterns of diffusion of employment practices from the parent company to the local subsidiaries. The argument is put forward that company‐specific features enhance the strategic power of the subsidiary firm within the wider corporation, thus complementing institutional host‐country characteristics in shaping the diffusion of employment practices abroad. Hence, organizational as well as institutional effects contribute to creating the space that the various actors across host countries possess for protecting their interests and for exercising power on the terms and conditions of the diffusion.     

全球代工体系下发展中国家俘获型网络的形成、突破与对策——基于GVC与NVC的比较视角

全球价值链(GVC)的分离与整合,形成发展中国家代工者与发达国家的跨国公司或国际大购买商四种现实对接关系集合。其中,俘获型网络治理关系成为发展中国家在现有国际贸易格局下不得不接受的既成事实,由此造成发展中国家的代工企业无法实现功能升级与链的升级的高端价值链攀升过程。俘获型网络的产生源自发达国家的跨国公司所具有的技术势力和国际大购买商所具有的市场势力,因此,发展中国家摆脱GVC背景下被俘获关系的出路在于基于国内市场空间的国内价值链(NVC)的培育。从NVC与GVC的比较视角出发,本文探讨了构建发展中国NVC的内在决定条件以及由NVC向GVC转变的可行路径,并据此提出中国代工企业如何在NVC条件下消除由俘获型网络向均衡型网络转化中的障碍因素,以及相应可实施的四种策略选择。     

The effect of host country long term orientation on subsidiary ownership and survival

This paper examines the role which the long term orientation (LTO) dimension of host country culture plays in transforming multinational corporations’ (MNCs’) focus from transaction cost to transaction value in the context of MNC subsidiary ownership and survival. We used a sample of 10,236 overseas subsidiaries established by 1,291 Japanese MNCs in 29 host countries with varying levels of LTO to test our hypotheses. Results first showed that LTO has a direct positive effect on ownership levels. Second, we observed that there were positive interactions between LTO and cultural distance, and between LTO and geographic distance, on ownership levels. Third, we found that there were positive interactions between LTO and subsidiary ownership level, and between LTO and cultural distance, on subsidiary survival. The theoretical and practical implications of these findings are discussed in terms of the vital role LTO plays in determining whether transaction value or transaction cost considerations prevail in MNCs’ ownership strategies, and how MNCs can better take advantage of host country LTO and improve the survival likelihood of their subsidiaries.     

The Diffusion of Calculative and Collaborative HRM Practices in European Firms

The aim of this paper is to trace and explain variations in calculative and collaborative human resource management (HRM) practices between companies and across national borders. Variations and similarities are explained in terms of the convergence and divergence of HRM practices determined by national institutions, and the increasing influence of multinational companies (MNCs). We explore the diffusion of HRM practices in Europe over time, using data sets from two surveys conducted in several European countries in 1995 and 2000. We use institutional explanations for the development of three selected bundles of HRM practices: individual, calculative performance‐oriented practices; collective incentive schemes for the alignment of interests; and collaborative practices that seek to enhance the commitment of employees. We found substantial effects of country‐specific institutions and of the country of origin of MNCs, which clearly support the institutional duality thesis. Foreign‐owned MNCs, especially those that are US‐based, appear to moderate country‐specific institutional effects on the diffusion of the three HRM bundles.     

The role of relational capabilities in the organization of international sourcing activities: A literature review

Multinational companies (MNCs) establish subsidiaries in various countries, spreading the value chain internationally and fostering the involvement of external partners. The global supply network has become a major source of the total value generated by MNCs, which are pushed to develop “relational capabilities” to interact with their suppliers. The main objective of this article is to assess the current understanding in the academic literature of the intra-organisational dimension of relational capabilities, focussing on the adoption of internal mechanisms supporting international sourcing activities. A total of 47 articles are identified and assessed. The literature review shows that thus far fragmented and in some areas limited research has been conducted on the development of relational capabilities by MNCs within international sourcing activities. Research efforts have been placed mainly on the examination of organisational units active in international sourcing and on control and management processes, while less attention has been paid to knowledge management solutions.     

Preference for Job Attributes: Tradeoffs from Present Position

Successful implementation of incentive systems in organizations depends in part on accurate assessment of employee preferences for different job attributes. Traditionally, such preferences are measured by the use of rating scales to determine the attractiveness of job attributes. This study uses a different method. Senior executives of a large electronics firm are asked to make direct tradeoffs between five attributes: salary, interest and challenge, authority, influence on company policy, and status. The data are analyzed by means of minimizing a least square loss function to estimate tradeoff coefficients based on which attribute importance was derived. Analysis of the effect of present position shows that the higher a manager's position is on a certain attribute, the more important this attribute is relative to others. The tradeoffs method's advantages for understanding the processes by which job attributes acquire their relative importance are discussed     

International Differences in Wage Inequality: A New Glance with European Matched Employer–Employee Data

Using international harmonized matched employer–employee micro data from the European Structure of Earnings Survey for nine European countries, this article examines the origin of international differences in wage inequality. Wage inequality is highly correlated with the magnitude of inter‐firm wage differentials. Workplace‐ and job‐related factors generally have a more significant impact on within‐country wage inequality than individual characteristics. European countries differ significantly not only in the extent of wage inequality but also in the relative influence of factors shaping wage inequality. Although cross‐country differences in labour force composition play a part in the explanation, differences in the distribution and in labour market prices attached to workplace and job characteristics are the primary factors contributing to international differences in wage inequality.     

Internationalization of R&;D in China and India: Conventional wisdom versus reality

In spite of a growing trend of foreign research and development (R&;D) investment in China and India, academic research in this field has not kept pace. To what extent are opportunities and challenges of managing R&;D different in these countries from those in the West? By drawing on academic literature as well as press articles on this topic, we compare and contrast what the conventional wisdom suggests and what the realities are in China and India. We suggest that multinational corporations (MNCs) should not forget the conventional wisdom of managing their innovative R&;D policies but should also learn from the unique challenges and capabilities in China and India.     

Motivation and strategy: MNCs׳ embeddedness in China׳s standardization based innovation

This paper aims to understand why MNCs choose different embedding strategies in standardization based innovation, and how MNCs׳ competitive landscapes evolve alongside the transition of indigenous innovation in China. Using the multiple case study approach based on the interviews and archival data about China׳s mobile standards, we find that MNCs may choose to proactively or reactively embed in China׳s business and institutional systems by aligning their interests with the standard-based indigenous innovation strategy. Although there are high risks in China׳s standardization, MNCs cannot ignore the huge benefits of China׳s mobile market, and may join in this standardization process when they are ensured the government support would sustain.     

The Internationalization Process of Singapore Government-Linked Companies: A Contextual View

Western management theories on internationalization do not fully explain the evolution of Asian MNCs. In East Asia, state policy has been an important intervening variable in the growth and development of the local MNCs. However, the patterns of firm growth differ from country to country and the strategic frames are embedded in the local political and cultural context. The internationalization strategies adopted by firms in East Asia are best understood if viewed from a contextual perspective.Singapore has been held as model of economic development for developing countries. This paper attempts to capture the dynamics of the internationalization process from a contextual perspective. It describes the evolution of two government-linked companies in Singapore and reviews their internationalization strategy. The cases are set within the framework of Singapore's political economy and its development policy. We identify the themes in the internationalization process of these firms and contrast their experiences with traditional theories.     

The increasing role of subsidiary boards in MNCs: An empirical study

Little research has been done to date on the role of subsidiary boards (SBs) in MNCs. A two-phase survey research design has yielded responses from 90 subsidiaries in 36 MNCs based in Europe, North America, and Japan. The sample provides evidence that: (1) SBs are perceived to be in transition from lesser to greater proactivity, and (2) MNCs with parent headquarters in North America, Europe, and Japan perceive the usefulness of these boards in different ways. The results indicate an increasingly active use of these boards in selective advisory and strategic roles. Some recommendations are presented for CEOs, chairmen, and subsidiary directors who are interested in designing their SBs to take better advantage of already legally mandated, but often underutilized, structures. SBs are not a panacea for resolving tensions between parents and subsidiaries and for monitoring changes in host country environments; however, they can provide added strategic governance for subsidiaries.     

Navigating the purchasing power gap in new product development in multinational corporations

Multinational corporations (MNCs) face a significant purchasing power gap of customers between developed and emerging economies. In R&D intensive industries making physical products, MNCs can benefit from economies of scale. Therefore, managers strive to achieve a product standardization–adaptation (S‐A) balance when navigating the purchasing power gap. Through focusing on five MNCs headquartered in developed countries, I examined how MNCs can achieve such a balance through new product development (NPD). I found that (1) an S‐A balance can be achieved through three NPD strategies (product simplification, product retaining, and reverse innovation); (2) managers need to take into account five key factors when choosing NPD strategies (product complexity, product modularity, brand strategy, position in local competition, and internal technical standards); and (3) the NPD strategies can be implemented through structural separation, temporal separation, and a shared value. This research reveals the complexity of achieving an S‐A balance when managers navigate the purchasing power gap in NPD. Different NPD strategies have certain advantages and shortcomings. High product complexity and product modularity can serve as favorable conditions for a product simplification strategy. A brand strategy of leading‐edge technologies can serve as an adverse condition for a product retaining strategy. Strong local competitors in emerging markets can be a motivation for a reverse innovation strategy, while stringent internal standards for safety can be an adverse condition. This research also reveals the nuances of implementation of NPD strategies in terms of managing innovation and refinement activities. MNCs may need temporal separation when adopting both downhill and uphill NPD strategies.     

Fruit and vegetable access to EU markets: Dissecting tariffs faced by Mediterranean countries

This paper analyzes the access of Eastern and Southern Mediterranean countries to the EU fruit and vegetables market and provides a measure of the level of preferences from which they benefit. To take into account the complexity of EU protection in the F&V sector, in particular the seasonality of protection and the Entry Price System, we conducted our analysis at a very disaggregated level (eight digits of the nomenclature, monthly data). We showed that, on average, Mediterranean countries do have significant preferences compared to other countries exporting to the EU. However, the magnitude of the preferences differs among countries; Morocco has the highest preference, while Syria and Israel have the lowest. We simulated a multilateral reduction in the MFN tariffs (as planned in the Doha Round) and showed that this would reduce the heterogeneity within the zone by more strongly eroding the preferences of the most advantaged countries. The classification of Entry Price products as sensitive products would either benefit or have no effect on most Mediterranean countries.     

EU Economic Partnership Agreements and WTO negotiations. A quantitative assessment of trade preference granting and erosion in the banana market

The paper provides a quantitative assessment of the impact on the banana market of the expansion of trade preferences the European Union granted Africa, Caribbean and Pacific (ACP) countries with the Economic Partnership Agreements (EPA) and of the possible erosion of these preferences as a result of different possible conclusions, if any, of on-going WTO negotiations. The results of the simulations performed suggest that the impact of the EPA on production and consumption of bananas in the EU will be limited, while benefits for ACP countries will be significant (at the expense of Most Favoured Nation (MFN) exporters). An agreement between the EU and MFN countries to end the outstanding WTO disputes on bananas and/or the conclusion of the WTO Doha round may bring an erosion of the preferential margins currently enjoyed by ACP countries of such an order of magnitude as to cancel out most of these benefits.     

R&D employee tenure in MNC subsidiaries: the role of institutional distance and experience

Long tenure of research and development (R&D) employees helps organisations to utilise employees' knowledge over a sustained time period and strengthen their competitive advantage. It also allows organisations to benefit from the training investments made on their R&D employees. Thus, identifying the determinants of R&D employees' tenure is crucial for designing effective R&D employee retention strategies. This paper analyses the factors explaining R&D employees' tenure in the subsidiaries of multinational corporations (MNCs). Building on institutional theory, we claim that formal and informal institutional distance between MNCs' home and host country might lead to R&D employees' short tenure in subsidiaries. We further suggest that R&D employees' international experience and MNCs' host country experience play a moderating role. We find support for our hypotheses by mobilising an original database that combines patent data and the LinkedIn profiles of 939 R&D employees in 256 MNC subsidiaries in India.     

International Diversification, Industrial Diversification and Firm Performance of Hong Kong MNCs

Although multinational corporations (MNCs) are not new to business research, Asian MNCs and their performance have yet to be widely studied. This study investigates the relationship between international diversification, industrial diversification and firm performance of MNCs from Hong Kong. In contrast to previous findings, the results show that Hong Kong MNCs are more internationally diversified, but not performed better, than domestic firms. Also, among Hong Kong MNCs, international diversification has a positive impact on profitability and sales growth, but not on the profitability. Industrial diversification also enhances profitability stability but reduces profitability significantly. Neither the hypothesized inverted U-shaped relationship between international diversification and performance nor the interaction effect from both international and industrial diversification strategies on performance can be validated. Implications are discussed with reference to the local context.